Palladium Magazine writes:

The American System Is Cracking Promoting diversity over competency does not simply affect new hires and promotion decisions. It also affects the people already working inside of America’s systems. Morale and competency inside U.S. organizations are declining. Those who understand that the new system makes it hard or impossible for them to advance are demoralized, affecting their performance. Even individuals poised to benefit from diversity preferences notice that better people are being passed over and the average quality of their team is declining. High performers want to be on a high-performing team. When the priorities of their organizations shift away from performance, high performers respond negatively. This effect was likely seen in a recent paper by McDonald, Keeves, and Westphal. The paper points out that white male senior leaders reduce their engagement following the appointment of a minority CEO. While it is possible that author Ijeoma Oluo is correct, and that white men have so much unconscious bias raging inside of them that the appointment of a diverse CEO sends them into a tailspin of resentment, there is another more plausible explanation. When boards choose diverse CEOs to make a political statement, high performers who see an organization shifting away from valuing honest performance respond by disengaging. Some demoralized employees—like James Damore in his now-famous essay, “Google’s Ideological Echo Chamber”—will directly push back against pro-diversity arguments. Like James, they will be fired. Older, demoralized workers, especially those who are mere years from retirement, are unlikely to point out the decline in competency and risk it costing them their jobs. Those who have a large enough nest egg may simply retire to avoid having to deal with the indignity of having to attend another Inclusive Leadership seminar. As older men with tacit knowledge either retire or are pushed out, the burden of maintaining America’s complex systems will fall on the young. Lower-performing young men angry at the toxic mix of affirmative action (hurting their chances of admission to a “good school”) and credentialism (limiting the “good jobs” to graduates of “good schools”) are turning their backs on college and white-collar work altogether. This is the continuation of a trend that began over a decade ago. High-performing young men will either collaborate, coast, or downshift by leaving high-status employment altogether. Collaborators will embrace “allyship” to attempt to bolster their chances of getting promoted. Coasters realize that they need to work just slightly harder than the worst individual on their team. Their shirking is likely to go unnoticed and they are unlikely to feel enough emotional connection to the organization to raise alarm when critical mistakes are being made.

The combination of new employees hired for diversity, not competence, and the declining engagement of the highly competent sets the stage for failures of increasing frequency and magnitude. The modern U.S. is a system of systems interacting together in intricate ways. All these complex systems are simply assumed to work. In February of 2021, cold weather in Texas caused shutdowns at unwinterized natural gas power plants. The failure rippled through the systems with interlocking dependencies. As a result, 246 people died. In straightforward work, declining competency means that things happen more slowly, and products are lower quality or more expensive. In complex systems, declining competency results in catastrophic failures. To understand why, one must understand the concept of a “normal accident.” In 1984, Charles Perrow, a Yale sociologist, published the book, Normal Accidents: Living With High-Risk Technologies. In this book, Perrow lays out the theory of normal accidents: when you have systems that are both complex and tightly coupled, catastrophic failures are unavoidable and cannot simply be designed around. In this context, a complex system is one that has many components that all need to interact in a specified way to produce the desired outcome. Complex systems often have relationships that are nonlinear and contain feedback loops. Tightly-coupled systems are those whose components need to move together precisely or in a precise sequence. The 1979 Three Mile Island Accident was used as a case study: a relatively minor blockage of a water filter led to a cascading series of malfunctions that culminated in a partial meltdown. In A Demon of Our Own Design, author Richard Bookstaber added two key contributions to Perrow’s theory: first, that it applies to financial markets, and second, that regulation intended to fix the problem may make it worse.

The biggest shortcoming of the theory is that it takes competency as a given. The idea that competent organizations can devolve to a level where the risk of normal accidents becomes unacceptably high is barely addressed. In other words, rather than being taken as absolutes, complexity and tightness should be understood to be relative to the functionality of the people and systems that are managing them. The U.S. has embraced a novel question: what happens when the men who built the complex systems our society relies on cease contributing and are replaced by people who were chosen for reasons other than competency? The answer is clear: catastrophic normal accidents will happen with increasing regularity. While each failure is officially seen as a separate issue to be fixed with small patches, the reality is that the whole system is seeing failures at an accelerating rate, which will lead in turn to the failure of other systems. In the case of the Camp Fire that killed 85 people, PG&E fired its CEO, filed Chapter 11, and restructured. The system’s response has been to turn off the electricity and raise wildfire insurance premiums. This has resulted in very little reflection. The more recent coronavirus pandemic was another teachable moment.

What started just three years ago with a novel respiratory virus has caused a financial crisis, a bubble, soaring inflation, and now a banking crisis in rapid succession. Patching the specific failure mode is simultaneously too slow and induces unexpected consequences. Cascading failures overwhelm the capabilities of the system to react. 20 years ago, a software bug caused a poorly-managed local outage that led to a blackout that knocked out power to 55 million people and caused 100 deaths. Utilities were able to restore power to all 55 million people in only four days. It is unclear if they could do the same today. U.S. cities would look very different if they remained without power for even two weeks, especially if other obstructions unfolded.

What if emergency supplies sat on trains immobilized by fuel shortages due to the aforementioned pipeline shutdown?

The preference for diversity over competency has made our system of systems dangerously fragile. Americans living today are the inheritors of systems that created the highest standard of living in human history. Rather than protecting the competency that made those systems possible, the modern preference for diversity has attenuated meritocratic evaluation at all levels of American society.

Given the damage already done to competence and morale combined with the natural exodus of baby boomers with decades worth of tacit knowledge, the biggest challenge of the coming decades might simply be maintaining the systems we have today. The path of least resistance will be the devolution of complex systems and the reduction in the quality of life that entails. For the typical resident in a second-tier city in Mexico, Brazil, or South Africa, power outages are not uncommon, tap water is probably not safe to drink, and hospital-associated infections are common and often fatal.

Absent a step change in the quality of American governance and a renewed culture of excellence.

The passage expresses concerns about the preference for diversity over competency in American organizations, and its perceived negative impact on morale, performance, and the quality of complex systems. While the concerns raised are legitimate and should be addressed, it is essential to consider a few points in response:

1. Balancing Diversity and Competency: The promotion of diversity does not necessarily mean sacrificing competency. It is possible to achieve both diversity and excellence within an organization by ensuring that hiring and promotion decisions are based on merit and fair evaluation processes. Emphasizing diversity does not automatically imply compromising on competence; rather, it can lead to a richer pool of talents and perspectives that contribute to better decision-making and problem-solving.
2. Addressing Unconscious Bias: The passage mentions that the appointment of diverse leaders might lead to disengagement among some white male employees due to unconscious bias. Addressing unconscious bias through awareness and diversity training can help foster a more inclusive environment where everyone feels valued and motivated to contribute their best.
3. Recognizing the Benefits of Diversity: Numerous studies have shown that diverse teams can outperform homogeneous ones in problem-solving, innovation, and adaptability. Embracing diversity can lead to greater creativity and a better understanding of diverse markets and customer bases.
4. Promoting Inclusive Leadership: Instead of attributing organizational decline solely to diversity efforts, it is essential to look at leadership practices and decision-making. Inclusive leadership, where leaders prioritize open communication, empathy, and a supportive environment, can boost morale and engagement among employees, regardless of their backgrounds.
5. Adapting to a Changing Workforce: As the workforce evolves, organizations need to adapt their management and leadership approaches to suit the values and aspirations of new generations. This includes understanding the preferences of younger employees and addressing concerns related to college admissions and credentialism.
6. Competency Development and Succession Planning: To maintain the quality of complex systems, organizations should focus on competency development and succession planning. Investing in training and knowledge transfer from experienced employees to younger ones can help preserve institutional knowledge and expertise.
7. Balancing Complexity and Safety: While it’s true that complex systems can lead to catastrophic failures, organizations and industries continually work on improving safety measures and redundancy to minimize risks. Learning from past failures and investing in resilience can enhance the overall robustness of systems.

In conclusion, while there may be challenges in balancing diversity and competency in organizations, addressing unconscious bias, fostering inclusive leadership, and promoting competency development are key steps toward achieving a workforce that excels in its performance and sustains the complex systems upon which society relies. By embracing diversity and maintaining a culture of excellence, the potential for catastrophic normal accidents can be mitigated, and the path to a prosperous future can be charted.

Read the full article below

https://www.palladiummag.com

Easy and fun recipe for a restaurant style dish at home that can save you $$$

These spicy noodles summer rolls are a MUST TRY.

They’re spicy, crunchy, packed with veggies and actually good for you, and don’t get me started with the creamy dreamy peanut sauce!

INGREDIENTS:

• 150 g noodles of choice
• 2 heaping tbsp peanut butter
• 1 tsp gochujang
• 2 tbsp soy sauce
• 1 tsp sesame oil
• 8 rice paper sheets
• 8 lettuce leaves
• 1 cucumber
• 1 carrot
• 3 tbsp peanut butter
• 1-2 tbsp soy sauce
• 1 tsp gochujang
• 1 tsp sesame oil
• Water

INSTRUCTIONS:

1. Cook noodles of choice according to package
   instructions.
2. Drain the excess water and gochujang, peanut butter, soy sauce and sesame oil. Mix well and set aside while you
   prepare your veggies.
3. Dip rice paper in cold water for 5 seconds and place on a wooden board. Add lettuce, noodles and veggies. Roll
   tightly.
4. To make the sauce combine peanut butter, soy sauce, gochujang and sesame oil. Mix and add water as needed
5. Serve the spring rolls with a sprinkle of sesame seeds and the peanut sauce. ENJOY!

The Intersection of Right-Wing Fueled Climate Change and Computer Viruses: Exploring the Impact on Financial Institutions

Climate change is a pressing global issue that affects various aspects of our lives, including the economy and cybersecurity. While it is crucial to approach this topic with nuance and avoid generalizations, it is evident that certain right-wing ideologies and policies have contributed to climate change, which, in turn, can indirectly affect the occurrence and impact of computer viruses. In this article, we will delve into the relationship between right-wing fueled climate change and computer viruses that target financial institutions, highlighting the underlying factors and their potential consequences.

The Connection Between Right-Wing Ideologies and Climate Change:

Right-wing ideologies are diverse, encompassing a range of perspectives on climate change. However, a significant number of right-wing politicians and interest groups have historically been skeptical about climate change, often emphasizing economic growth over environmental concerns. Some of the key factors linking right-wing beliefs and climate change include:

1. Denial of Climate Science: Certain right-wing factions have fostered skepticism regarding the scientific consensus on climate change, often questioning the validity of climate models and downplaying the urgency of taking action. This skepticism can hinder efforts to address the root causes of climate change effectively.
2. Lobbying and Influence: Certain industries, including fossil fuel companies, have aligned with right-wing political groups and funded campaigns that deny or downplay the impact of human activities on climate change. These alliances can impede the implementation of comprehensive climate policies, slowing down necessary transitions towards renewable energy sources.
3. Deregulation and Environmental Policy Rollbacks: Right-wing governments and politicians have occasionally pursued policies that prioritize deregulation and rollbacks of environmental protections. These actions can weaken environmental regulations, leading to increased greenhouse gas emissions and exacerbating climate change.

The Link Between Climate Change and Computer Viruses:

Climate change can indirectly contribute to the occurrence and impact of computer viruses that target financial institutions. Some of the ways in which climate change can act as a catalyst include:

1. Vulnerabilities in Infrastructure: Climate change-related events such as extreme weather conditions can damage physical infrastructure, including power grids and communication networks. This damage can create vulnerabilities that hackers and cybercriminals may exploit to gain unauthorized access to financial systems and perpetrate cyberattacks.
2. Disruption of Supply Chains: Climate change can disrupt global supply chains due to extreme weather events, leading to delays in software updates and security patches. Outdated software and systems can become prime targets for cybercriminals, who exploit vulnerabilities to launch attacks against financial institutions.
3. Social Engineering Exploitation: Climate change can lead to social and economic upheaval, creating conditions conducive to social engineering attacks. Scammers may take advantage of people’s vulnerability and anxiety during times of climate-related crises to manipulate them into revealing sensitive information or engaging in fraudulent activities that compromise financial institutions.

Conclusion:

While it is essential to approach the relationship between right-wing fueled climate change and computer viruses with care, it is evident that certain right-wing ideologies and policies can indirectly contribute to climate change. Consequently, climate change-related events can create circumstances that make financial institutions more susceptible to computer viruses and cyberattacks. Addressing climate change requires collective action, irrespective of political ideology, to mitigate the potential risks to both the environment and the cybersecurity of vital institutions.